The Quiet Struggle of New Managers

The Quiet Struggle of New Managers


It’s one of the most common transitions in the workplace — a high-performing employee gets promoted into their first leadership role. On paper, it’s a win. In reality, it often comes with something few people talk about: quiet struggle.

Behind the new title and extra responsibility, many new managers are quietly overwhelmed, uncertain, and running on anxiety rather than confidence.

They’ve been asked to lead people — but rarely given the tools to do it well.

 

The Hidden Pressure of First-Time Leadership

The jump from doing to leading is massive. Overnight, priorities shift from personal performance to team wellbeing, engagement, and delivery.

Suddenly, they’re managing people who were once their peers. They’re expected to have difficult conversations, spot early signs of burnout, navigate personalities, and build trust — all while still figuring out their own leadership style.

It’s no surprise so many new managers say they feel like they’re “winging it.”

The Emotional Weight No One Mentions

Leadership comes with an emotional load that’s easy to underestimate. New managers are often caught between:

  • Wanting to be liked and needing to set boundaries.

  • Trying to appear confident while quietly doubting themselves.

  • Supporting their team’s wellbeing while neglecting their own.

They may not talk about it — but the signs are there: trouble sleeping, emotional fatigue, and that constant feeling of not being enough.

 

Where Workplaces Get It Wrong

Too often, organisations focus on technical onboarding — systems, processes, reporting lines — but skip the human side of leadership.
We assume empathy, communication, and mental health literacy will come naturally.

But those are exactly the areas that make or break a manager’s ability to lead.

Without guidance, even the most capable new leader can quickly burn out or disengage.

Helping New Managers Feel Capable — and Confident

The good news? The struggle doesn’t have to be quiet.
With the right support, new managers can build the confidence and emotional intelligence they need to lead sustainably.

Programs like Mental Health First Aid (MHFA) and Responding to Mental Health (RFA) give them the language and tools to have real, caring conversations with their team — and to recognise when they, too, need support.

They learn that leadership isn’t about perfection; it’s about presence.

The Way Forward

If we want workplaces built on trust and resilience, we need to start by supporting the people learning to lead.

Because when we invest in new managers — really invest — we don’t just create stronger leaders.
We create workplaces where empathy and performance can thrive side by side.

And that’s how quiet struggles turn into confident leadership.

Learn more about WORKPLACE MENTAL HEALTH AWARENESS FOR MANAGERS